Senior, HR Business Partner (TA SEA Partner)

1. Talent Recruitment

• Collaborate regularly with department managers to proactively identify future hiring needs for significant areas.

• Responsible for the design, development, and implementation of the organization's recruiting strategy.

• External bench strength: maintain a folder for all non-shortlisted candidates and recycle them for other roles.

• Internal bench strength: engage in succession planning to ensure a robust internal talent pool.

2. Future Talent Recruitment

• Lead the recruitment of graduates and/or school leavers to create a future talent pipeline.

• Engage with leaders to clarify future talent needs.

• Identify and build relationships with educational institutions and key career fair organizers.

• Develop messaging that aligns with the values and aspirations of graduates/school leavers and is consistent with the employer brand and value proposition.

• Direct the creation of recruitment campaigns.

3. Candidate Pipeline

• Develop and maintain a candidate pipeline through proactive networking, research, and leveraging various talent attraction methods.

• Use diverse tools, processes, and strategies to engage and nurture prospective candidates.

4. Assessment Center Design

• Design and develop assessment centers for the screening of profiles.

• Tailor pre-existing assessment exercises and draft new content as directed.

5. Process development and improvement

• Develop new talent acquisition practices, systems and processes with the company's leaders

• Monitor and reporting on the latest talent acquisition metrics, including the cost per hire, the offer acceptance rate and the time to fill a company's vacancies

• Oversea the completion of a company's various talent acquisition initiatives and projects

6. Collaboration with HR and Leadership

• Work closely with HR and leadership teams to align workforce planning initiatives with overall business strategies.

• Provide insights and recommendations to leadership regarding talent acquisition and workforce optimization.

7. Continuous Improvement

• Regularly review and refine workforce planning processes to enhance efficiency and effectiveness.

• Stay informed about industry trends and best practices in workforce planning to ensure the organization remains competitive.

8. Additional Assignments:

• Perform other duties as assigned by the HRBP Manager.

1. Educational Background

• Bachelor’s degree in Human Resources, Business Administration, or a related field. A master’s degree or relevant certifications (e.g., SHRM, CIPD) is a plus.

2. Experience

• Minimum of 6 years of experience in talent acquisition or recruitment, with a focus on the APAC region.

• Proven track record of successfully filling roles across diverse functions and levels within various industries.

3. Regional Knowledge

• Strong understanding of the APAC labor market, cultural nuances, and regional hiring practices.

• Familiarity with local employment laws and regulations across multiple APAC countries.

4. Language Skills

• Proficiency in English is required.

5. Stakeholder Management

• Excellent interpersonal and communication skills to effectively collaborate with stakeholders at all levels, including senior leadership.

• Ability to build and maintain strong relationships with hiring managers and candidates.

6. Sourcing and Recruitment Strategies

• Experience in developing and implementing innovative sourcing strategies tailored to the APAC market.

• Proficiency in utilizing various recruitment tools, platforms, and technologies to attract top talent.

7. Analytical Skills

• Strong analytical and problem-solving skills to assess talent needs and evaluate recruitment metrics effectively.

• Ability to leverage data to drive decision-making and improve recruitment processes.

8. Project Management

• Strong organizational and project management skills to handle multiple recruitment projects simultaneously.

• Ability to work independently and as part of a team in a fast-paced environment.

9. Employer Branding

• Experience in building and promoting employer branding initiatives to attract talent in the APAC region.

• Ability to create compelling messaging that resonates with diverse candidate pools.

10. Adaptability and Cultural Sensitivity

• Flexibility to adapt to changing business needs and priorities within the dynamic APAC landscape.

• Cultural sensitivity and awareness to navigate diverse work environments and candidate backgrounds.